Master the Remote Onboarding Process with These Tips!

2020 will go down as one of the most “interesting” years for the American workforce. In March and April, millions of our workforce started a new experiment of working from home. About six months later, the experiment may have turned into more of a longitudinal study. As we move into the fall, hiring teams will likely continue to adopt mechanisms for supporting the continuation of their remote workforce. This creates challenges not only for worker engagement but at the front end of the hiring process. Hiring new talent is always difficult, but today’s remote work environment makes for a tougher onboarding experience for candidates and HR teams. Here are some tips that can help. 

Onboarding Tips for Remote Teams 

 Today, HR teams are dealing with this incredible number: 42% of the American workforce is working from home. That presents all kinds of challenges for worker engagement but especially for the new employee, whose first contact with your workforce is probably no longer a face-to-face onsite tour of your office. Instead, HR teams must learn to onboard virtually, considering that they are still remote and will be for the foreseeable future. Welcoming employees and making them feel at home is difficult.

Here are some tips to help you during this awkward and challenging time: 

  • Communicate with new workers frequently between offer acceptance and their first day on the job. This is a vulnerable time for workers who don’t yet feel the connection to other workers on the team. The more you reach out to new hires in the weeks leading up to their first day, the better. Explain what the employee should expect in the next few weeks, including what forms to complete, when their computer will arrive, and what their orientation will consist of. Make sure they have your contact details and understand the best way to reach you with questions. 
  • Handle orientation in advance during this period. Any paperwork or forms can be filled out in advance of their first day. 
  • Put them on a task right away. Don’t set them in orientation for days. Give them something meaty to contribute to right away so they can feel connection to the team right away. Introverts, can fade into the woodwork during orientation, so make sure they can join into team activities right at the start of their tenure. Even on their first day on the job, put them to work. After all, that’s why they’re there.
  • Don’t drag out training in one long increment. Instead, train your workers in smaller chunks. This will help keep the connection with you, the company, and won’t overwhelm them with too much information too fast. These smaller bite-sized information chunks will keep connecting the new worker to your team, something that’s important when the new worker is remote.

If you are searching for some new employees to orient, we have great talent. Talk with the recruiting team at Blackstone Talent Group to find the best employees to fit your team. We can help.

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